Shaping a Future of Gender Equality in Tech Workplaces

In recent years, there has been a notable and uplifting trend emerging within the tech sector: a significant increase in both awareness and proactive measures taken by companies to cultivate greater diversity and inclusion. While there is no denying that biases persist in the recruitment process – one in every three women in tech feels that their technical skills are undervalued compared to their male counterparts; efforts are underway to dismantle them and create a more equitable environment for all individuals. 

Forward-thinking leaders who understand that diversity and inclusion is critical are taking affirmative action to integrate gender equality within their organization’s culture. 

The global capability center (GCC) ecosystem in India has emerged as a frontrunner within this movement, with 60% of women with 6-10 years of experience agreeing that GCCs genuinely prioritize gender diversity. Achieving a diversity ratio of an impressive 35% within 4-5 years of operations. Not just that, GCCs comprise 27% of the Best Places to Work in India for the women workforce. Moving beyond mere checkbox compliance, prioritizing gender diversity is a deliberate strategic decision for these centers that aim to build high-performing teams enriched by a range of perspectives.

As a part of our recent survey, we asked over 3000+ female tech professionals about their experiences and insights – from the recruitment and interview process to DE&I policies and opportunities for career progression and leadership. 

Nurturing the Technology Pipeline: The Way Forward 

While the numbers within GCCs paint an encouraging picture, there is still a long way to go. 70% of women feel that DEI initiatives are primarily used as marketing tools with limited action. So what can leaders do to ensure that organizational diversity and inclusion goals effectively translate into results?

Quantifiable DE&I KPIs

Leaders must establish clear directives and outline specific goals, timelines, and action plans. Incorporating quantifiable metrics like gender representation goals, promotion rates, and employee satisfaction surveys ensures accountability in propelling forward gender diversity endeavors. 

Gender-inclusive work policies

For over 80% of working women, flexible work arrangements and family-friendly policies are one of the most desired employment benefits. By providing alternatives like telecommuting, adaptable scheduling, onsite childcare facilities, and other flexible arrangements, corporations empower women to customize their work hours to suit their unique situations.

When establishing its GCC in Bengaluru, a leading Canadian athleisure company, renowned for its commitment to gender diversity and inclusion, prioritized diversity-first employer benefits such as flexible working options and childcare support. Additionally, it forged partnerships with women-centric professional networks to bolster its talent pipeline. The results were remarkable, with an impressive 40% female workforce composition, far surpassing the national average of 21%.

Upskilling and mentorship

Reskilling initiatives enable women in tech to gain the knowledge and capabilities necessary for adapting to evolving industry trends. Mentorship programs offer invaluable guidance, support, and networking opportunities, enabling women to navigate career challenges, access leadership roles, and build confidence in their abilities. Establishing formal mentorship programs that pair female employees with experienced mentors is a great way to nurture a female-first leadership pipeline.

Retention and leadership training

Retention and engagement of women within the workforce is essential for increasing their representation at leadership positions. Additionally, investing in programs aimed at developing and retaining female talent like mentorship programs, leadership training, and networking opportunities creates a supportive and inclusive work culture where women feel valued, respected, and empowered to pursue leadership positions. 

Effective returnship programs

The last two decades have witnessed a massive drop off within the female workforce – from 32% in 2005 to 19% in 2021. The pandemic further increased this gap, with a large chunk of working women hanging up their boots for good. 

Returnship programs offer a vital pathway for women who have taken breaks from the workforce to re-enter and reignite their careers. These programs provide a structured and supportive environment where returning professionals can refresh their skills, update their industry knowledge, and rebuild their confidence. By offering mentorship, training, and transitional support, returnship programs bridge the gap between career hiatus and full-time employment.

Every day presents a fresh opportunity for leaders to take meaningful steps toward advancing gender equality within their organizations. Whether through mentorship programs, pay equity initiatives, or flexible work arrangements, we can create positive change and drive progress toward gender parity. 

The decision is now ours – are we ready to seize each day as an opportunity to prioritize gender diversity and inclusion, and cultivate a more equitable workplace?